Manager, HR Operations (f/m/x)

CEPRES is the leading and fastest growing digital investment platform for private capital markets, an institutional asset class which became very relevant in global investment portfolios of sovereign wealth fund, insurances, pension plans and others. This global institutional client base benefit from our award-winning investment solutions for their investment activities while we connect via the CEPRES platform thousands of professionals to the largest private investment network worldwide.CEPRES GmbH / Corp is headquartered in Munich and New York, with additional offices in Denver, Heidelberg, and several locations in the Middle East. Our team is incredibly diverse with over 20 nationalities globally. We value smart and innovative people who also work effectively in a team environment and who are global players.Key Responsibilities:1. Manager HR OperationsEnsuring the smooth running of all HR operations processes worldwideManagement and further development of global HR service deliveryActive co-designer of the global 3-role HR operating model (Process Owners, HRBPs, HR Ops)Translating Process Owner standards into reliable, locally adapted executionEscalation point for HR Ops issues across all countries and EOR locationsDeputy to the HR manager in operational and selected strategic issues2. Payroll & Global Employment ModelsOverall responsibility for global payroll processing — internal and via external providersManagement, quality assurance and governance of payroll service providersSelection, management and governance of EOR (Employer of Record) provider: (EOR operational onboarding flow — from contract to active employee, EOR / freelancer termination framework and compliance tracking, Ensuring payroll compliance, deadline adherence and data quality in all countries (DE, EG, PS, TR, US, and Immigration tracking and work-permit coordination across EOR and employed populations)3. Establishment & Scaling of HR StructuresActive participation in the design and implementation of scalable HR operations structures in close cooperation with the Head of HRBuilding a single source of truth for HR dataParticipation in the conception or independent implementation of the introduction and optimization of: (Digital personnel file, Archiving and documentation standards, Job and organizational structures, and End-to-end HR processes, especially the interface to talent acquisition)4. HR IT & Data ExcellenceActive participation in the further development of the HR-IT landscape (HRIS, interfaces, tools)Active participation in the definition and independent implementation of HR KPIs, dashboards and reporting structuresCollaboration in the design and development of structures for HR data analytics to support decision-makingEnsuring data consistency and system integration5. Core HR ProcessesEnsuring and continuous improvement of:Onboarding and offboarding processesPerformance management and evaluationSalary review and compensation processesDefine standards and ensure global consistency6. Organizational ManagementMaintenance and further development of organizational structures and org chartsEnsuring transparency and up-to-dateness of all organization-relevant dataRequirementsCompleted studies with a focus on HR, Business Administration or comparablemin. 7 years of experience in a Senior HR Operations / HR Management role in an international environmentIn-depth know-how (or understanding and willingness to acquire know-how) in: (Global Payroll, HR-IT-Systems (z. B. HRIS), HR Governance & Policies, and Experience in dealing with EOR structures and international employment models)High implementation strength and hands-on mentalitySovereign stakeholder management at all levelsAbility to structure and organize in complex environmentsPragmatism paired with quality standardsInternational mindset and intercultural competenceStrong analytical skills and high affinity for dataStructured, process-oriented and implementation-oriented way of workingAbility to be effective both operationally and conceptuallyBenefitsCareer Path Step into one of the most in-demand and exciting industries in finance today. With us, you'll experience unparalleled opportunities for career growth and promotions, receive regular feedback, and benefit from mentorship provided by an international team of passionate experts. Be part of a unique growth story and take on an exciting, challenging role in a dynamic global environment.Culture That Drives Success We are powered by core values that foster an entrepreneurial spirit, drive results, and empower ownership. At our company, collaboration and mutual support are at the heart of everything we do. Transparency in company goals ensures you’re always part of the bigger picture.Commitment to Our People We care deeply about our team, offering outstanding benefits and opportunities to thrive in a diverse, inclusive, and international workplaceCompensation of attractive package that reflects your skills, contributions, and growth potential.CEPRES is the leading and fastest growing digital investment platform for private capital markets, an institutional asset class which became very relevant in global investment portfolios of sovereign wealth fund, insurances, pension plans and others. This global institutional client base benefit from our award-winning investment solutions for their investment activities while we connect via the CEPRES platform thousands of professionals to the largest private investment network worldwide.CEPRES GmbH / Corp is headquartered in Munich and New York, with additional offices in Denver, Heidelberg, and several locations in the Middle East. Our team is incredibly diverse with over 20 nationalities globally. We value smart and innovative people who also work effectively in a team environment and who are global players.Key Responsibilities:1. Manager HR OperationsEnsuring the smooth running of all HR operations processes worldwideManagement and further development of global HR service deliveryActive co-designer of the global 3-role HR operating model (Process Owners, HRBPs, HR Ops)Translating Process Owner standards into reliable, locally adapted executionEscalation point for HR Ops issues across all countries and EOR locationsDeputy to the HR manager in operational and selected strategic issues2. Payroll & Global Employment ModelsOverall responsibility for global payroll processing — internal and via external providersManagement, quality assurance and governance of payroll service providersSelection, management and governance of EOR (Employer of Record) provider: (EOR operational onboarding flow — from contract to active employee, EOR / freelancer termination framework and compliance tracking, Ensuring payroll compliance, deadline adherence and data quality in all countries (DE, EG, PS, TR, US, and Immigration tracking and work-permit coordination across EOR and employed populations)3. Establishment & Scaling of HR StructuresActive participation in the design and implementation of scalable HR operations structures in close cooperation with the Head of HRBuilding a single source of truth for HR dataParticipation in the conception or independent implementation of the introduction and optimization of: (Digital personnel file, Archiving and documentation standards, Job and organizational structures, and End-to-end HR processes, especially the interface to talent acquisition)4. HR IT & Data ExcellenceActive participation in the further development of the HR-IT landscape (HRIS, interfaces, tools)Active participation in the definition and independent implementation of HR KPIs, dashboards and reporting structuresCollaboration in the design and development of structures for HR data analytics to support decision-makingEnsuring data consistency and system integration5. Core HR ProcessesEnsuring and continuous improvement of:Onboarding and offboarding processesPerformance management and evaluationSalary review and compensation processesDefine standards and ensure global consistency6. Organizational ManagementMaintenance and further development of organizational structures and org chartsEnsuring transparency and up-to-dateness of all organization-relevant data

CEPRES is the leading and fastest growing digital investment platform for private capital markets, an institutional asset class which became very relevant in global investment portfolios of sovereign wealth fund, insurances, pension plans and others. This global institutional client base benefit from our award-winning investment solutions for their investment activities while we connect via the CEPRES platform thousands of professionals to the largest private investment network worldwide.

CEPRESCEPRESCEPRESCEPRESis the leading and fastest growing digital investment platform for private capital markets, an institutional asset class which became very relevant in global investment portfolios of sovereign wealth fund, insurances, pension plans and others. This global institutional client base benefit from our award-winning investment solutions for their investment activities while we connect via the CEPRES platform thousands of professionals to the largest private investment network worldwide.is the leading and fastest growing digital investment platform for private capital markets, an institutional asset class which became very relevant in global investment portfolios of sovereign wealth fund, insurances, pension plans and others. This global institutional client base benefit from our award-winning investment solutions for their investment activities while we connect via the CEPRES platform thousands of professionals to the largest private investment network worldwide.is the leading and fastest growing digital investment platform for private capital markets, an institutional asset class which became very relevant in global investment portfolios of sovereign wealth fund, insurances, pension plans and others. This global institutional client base benefit from our award-winning investment solutions for their investment activities while we connect via the CEPRES platform thousands of professionals to the largest private investment network worldwide.

CEPRES GmbH / Corp is headquartered in Munich and New York, with additional offices in Denver, Heidelberg, and several locations in the Middle East. Our team is incredibly diverse with over 20 nationalities globally. We value smart and innovative people who also work effectively in a team environment and who are global players.

CEPRES GmbH / CorpCEPRES GmbH / CorpCEPRES GmbH / CorpCEPRES GmbH / Corpis headquartered in Munich and New York, with additional offices in Denver, Heidelberg, and several locations in the Middle East. Our team is incredibly diverse with over 20 nationalities globally. We value smart and innovative people who also work effectively in a team environment and who are global players.is headquartered in Munich and New York, with additional offices in Denver, Heidelberg, and several locations in the Middle East. Our team is incredibly diverse with over 20 nationalities globally. We value smart and innovative people who also work effectively in a team environment and who are global players.is headquartered in Munich and New York, with additional offices in Denver, Heidelberg, and several locations in the Middle East. Our team is incredibly diverse with over 20 nationalities globally. We value smart and innovative people who also work effectively in a team environment and who are global players.is headquartered in Munich and New York, with additional offices in Denver, Heidelberg, and several locations in the Middle East. Our team is incredibly diverse with over 20 nationalities globally. We value smart and innovative people who also work effectively in a team environment and who are global players.is headquartered in Munich and New York, with additional offices in Denver, Heidelberg, and several locations in the Middle East. Our team is incredibly diverse with over 20 nationalities globally. We value smart and innovative people who also work effectively in a team environment and who are global players.

Key Responsibilities:

Key Responsibilities:Key Responsibilities:Key Responsibilities:1. Manager HR Operations1. Manager HR Operations1. Manager HR Operations1. Manager HR Operations

• Ensuring the smooth running of all HR operations processes worldwide

Ensuring the smooth running of all HR operations processes worldwideEnsuring the smooth running of all HR operations processes worldwideEnsuring the smooth running of all HR operations processes worldwide

• Management and further development of global HR service delivery

Management and further development of global HR service deliveryManagement and further development of global HR service deliveryManagement and further development of global HR service delivery

• Active co-designer of the global 3-role HR operating model (Process Owners, HRBPs, HR Ops)

Active co-designer of the global 3-role HR operating model (Process Owners, HRBPs, HR Ops)Active co-designer of the global 3-role HR operating model (Process Owners, HRBPs, HR Ops)Active co-designer of the global 3-role HR operating model (Process Owners, HRBPs, HR Ops)

• Translating Process Owner standards into reliable, locally adapted execution

Translating Process Owner standards into reliable, locally adapted executionTranslating Process Owner standards into reliable, locally adapted executionTranslating Process Owner standards into reliable, locally adapted execution

• Escalation point for HR Ops issues across all countries and EOR locations

Escalation point for HR Ops issues across all countries and EOR locationsEscalation point for HR Ops issues across all countries and EOR locationsEscalation point for HR Ops issues across all countries and EOR locations

• Deputy to the HR manager in operational and selected strategic issues

Deputy to the HR manager in operational and selected strategic issuesDeputy to the HR manager in operational and selected strategic issuesDeputy to the HR manager in operational and selected strategic issues

2. Payroll & Global Employment Models

2. Payroll & Global Employment Models2. Payroll & Global Employment Models2. Payroll & Global Employment Models

• Overall responsibility for global payroll processing — internal and via external providers

Overall responsibility for global payroll processing — internal and via external providersOverall responsibility for global payroll processing — internal and via external providersOverall responsibility for global payroll processing — internal and via external providers

• Management, quality assurance and governance of payroll service providers

Management, quality assurance and governance of payroll service providersManagement, quality assurance and governance of payroll service providersManagement, quality assurance and governance of payroll service providers

• Selection, management and governance of EOR (Employer of Record) provider: (EOR operational onboarding flow — from contract to active employee, EOR / freelancer termination framework and compliance tracking, Ensuring payroll compliance, deadline adherence and data quality in all countries (DE, EG, PS, TR, US, and Immigration tracking and work-permit coordination across EOR and employed populations)

Selection, management and governance of EOR (Employer of Record) provider: (EOR operational onboarding flow — from contract to active employee, EOR / freelancer termination framework and compliance tracking, Ensuring payroll compliance, deadline adherence and data quality in all countries (DE, EG, PS, TR, US, and Immigration tracking and work-permit coordination across EOR and employed populations)Selection, management and governance of EOR (Employer of Record) provider: (EOR operational onboarding flow — from contract to active employee, EOR / freelancer termination framework and compliance tracking, Ensuring payroll compliance, deadline adherence and data quality in all countries (DE, EG, PS, TR, US, andSelection, management and governance of EOR (Employer of Record) provider: (EOR operational onboarding flow — from contract to active employee, EOR / freelancer termination framework and compliance tracking, Ensuring payroll compliance, deadline adherence and data quality in all countries (DE, EG, PS, TR, US, andImmigration tracking and work-permit coordination across EOR and employed populations)Immigration tracking and work-permit coordination across EOR and employed populations)

3. Establishment & Scaling of HR Structures

3. Establishment & Scaling of HR Structures3. Establishment & Scaling of HR Structures3. Establishment & Scaling of HR Structures

• Active participation in the design and implementation of scalable HR operations structures in close cooperation with the Head of HR

Active participation in the design and implementation of scalable HR operations structures in close cooperation with the Head of HRActive participation in the design and implementation of scalable HR operations structures in close cooperation with the Head of HRActive participation in the design and implementation of scalable HR operations structures in close cooperation with the Head of HRActive participation in the design and implementation of scalable HR operations structures in close cooperation with the Head of HR

• Building a single source of truth for HR data

Building a single source of truth for HR dataBuilding a single source of truth for HR dataBuilding a single source of truth for HR dataBuilding a single source of truth for HR data

• Participation in the conception or independent implementation of the introduction and optimization of: (Digital personnel file, Archiving and documentation standards, Job and organizational structures, and End-to-end HR processes, especially the interface to talent acquisition)

Participation in the conception or independent implementation of the introduction and optimization of: (Digital personnel file, Archiving and documentation standards, Job and organizational structures, and End-to-end HR processes, especially the interface to talent acquisition)Participation in the conception or independent implementation of the introduction and optimization of: (Digital personnel file, Archiving and documentation standards, Job and organizational structures, and End-to-end HR processes, especially the interface to talent acquisition)Participation in the conception or independent implementation of the introduction and optimization of: (Digital personnel file, Archiving and documentation standards, Job and organizational structures, and End-to-end HR processes, especially the interface to talent acquisition)Participation in the conception or independent implementation of the introduction and optimization of: (Digital personnel file, Archiving and documentation standards, Job and organizational structures, and End-to-end HR processes, especially the interface to talent acquisition)

4. HR IT & Data Excellence

4. HR IT & Data Excellence4. HR IT & Data Excellence4. HR IT & Data Excellence

• Active participation in the further development of the HR-IT landscape (HRIS, interfaces, tools)

Active participation in the further development of the HR-IT landscape (HRIS, interfaces, tools)Active participation in the further development of the HR-IT landscape (HRIS, interfaces, tools)Active participation in the further development of the HR-IT landscape (HRIS, interfaces, tools)

• Active participation in the definition and independent implementation of HR KPIs, dashboards and reporting structures

Active participation in the definition and independent implementation of HR KPIs, dashboards and reporting structuresActive participation in the definition and independent implementation of HR KPIs, dashboards and reporting structuresActive participation in the definition and independent implementation of HR KPIs, dashboards and reporting structures

• Collaboration in the design and development of structures for HR data analytics to support decision-making

Collaboration in the design and development of structures for HR data analytics to support decision-makingCollaboration in the design and development of structures for HR data analytics to support decision-makingCollaboration in the design and development of structures for HR data analytics to support decision-making

• Ensuring data consistency and system integration

Ensuring data consistency and system integrationEnsuring data consistency and system integrationEnsuring data consistency and system integration

5. Core HR Processes

5. Core HR Processes5. Core HR Processes5. Core HR Processes

• Ensuring and continuous improvement of:

Ensuring and continuous improvement of:Ensuring and continuous improvement of:Ensuring and continuous improvement of:

• Onboarding and offboarding processes

Onboarding and offboarding processesOnboarding and offboarding processesOnboarding and offboarding processes

• Performance management and evaluation

Performance management and evaluationPerformance management and evaluationPerformance management and evaluation

• Salary review and compensation processes

Salary review and compensation processesSalary review and compensation processesSalary review and compensation processes

• Define standards and ensure global consistency

Define standards and ensure global consistencyDefine standards and ensure global consistencyDefine standards and ensure global consistency

6. Organizational Management

6. Organizational Management6. Organizational Management6. Organizational Management

• Maintenance and further development of organizational structures and org charts

Maintenance and further development of organizational structures and org chartsMaintenance and further development of organizational structures and org chartsMaintenance and further development of organizational structures and org charts

• Ensuring transparency and up-to-dateness of all organization-relevant data

Ensuring transparency and up-to-dateness of all organization-relevant dataEnsuring transparency and up-to-dateness of all organization-relevant dataEnsuring transparency and up-to-dateness of all organization-relevant dataEnsuring transparency and up-to-dateness of all organization-relevant data